Survival versus traditional methodologies for studying employee turnover: differences, divergences and directions for future research

Article Abstract:

A comparative study of survival analysis methods and those inherent in traditional turnover research is done. The results showed significant divergences between the two methods. Findings characteristic of the vast majority of research on the topic of employee turnover behavior were reproduced by the traditional turnover methodology with job withdrawal intentions emerging as the sole predictor for turnovers. In contrast, survival analysis methods pointed out ethnicity and continuance commitment as predictors of turnover behavior.

Evaluation, Failure time data analysis

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Organizational commitment, turnover and absenteeism: an examination of direct and interaction effects

Article Abstract:

The relationships between organizational commitment and withdrawal intentions, absenteeism and turnover were examined using a three-component model of organizational commitment. The results showed that affective commitment is the best predictor of all three variables. Normative commitment can predict only withdrawal intentions, while continuance commitment in conjunction with affective commitment predicts absenteeism and withdrawal intentions.

Employee resignations, Employee loyalty

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Modeling employee absenteeism: testing alternative measures and mediated effects based on job satisfaction

Article Abstract:

Research into the prediction of employees' absences from work is presented, with focus on the connection between job satisfaction and other factors in indicating the likelihood of absenteeism.

Absenteeism, Observations, Job satisfaction

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